Search results

This paper aims to provide an experiential exercise for management and leadership educators to use in the course of their teaching duties.

The approach of this classroom teaching method uses an experiential exercise to teach Adams’ equity theory and Vroom’s expectancy theory.

This experiential exercise has proven useful in teaching two major theories of motivation and is often cited as one of the more memorable classes students experience.

To the best of the authors’ knowledge, this is an original experiential exercise for teaching the equity and expectancy theories of motivation.

Considering the complexity of the airport industry service palette, it is important to identify which air travel factors are distractors and which factors are enhancers of passenger satisfaction. Building on Herzberg's two-factor motivation theory, this study aims to explore most frequently mentioned attributes of airport service quality and distinguish key drivers for passenger satisfaction/dissatisfaction in the airport context.

A content analysis of 1,095 traveler comments posted between 2010 and 2013 on an airport review web site was performed in order to identify satisfiers/dissatisfiers. The web spider randomly selected consumer comments related to 33 popular destinations.

The study results indicated key satisfiers in the airport context such as cleanliness and pleasant environment to spend time in. On the other side, security-check, confusing signage and poor dining offer are recognized as major dissatisfiers in the airport setting.

The study findings provide insight on predominant satisfiers, dissastisfiers and performance factors of airport service quality from passengers' perspectives. Airport management teams may use the study results to renovate airport facility and improve service quality.

To the best of the authors' knowledge, this study is the first to utilize the visual data mining techniques in examining airport users' experience. Visualization produced summaries of qualitative comments in the form of tag clouds, word networks, and word tree images that help discover the most emerging themes of travelers' complaints and compliments.

Literature review indicates lack of using the Kano model in organizational behavior domain and managers’ satisfaction. The purpose of this paper is to propose a Kano-based model for managers’ satisfaction.

In order to examine one of the proposed behaviors in this model, the role of employees’ organizational citizenship behavior (OCB) as an attractive behavior, has been investigated. The statistical population includes managers of the Isfahan’s financial service industries. After distributing questionnaires, 224 accurate questionnaires have been used for data analysis. In designing the survey questionnaire, the OCB questionnaire developed by Podsakoff et al. (1990) and Bell and Menguc (2002) has been used. For each of the OCB dimensions, some questions have been initially designed; then after collecting data, by using Kano evaluation table, the behavior types have been determined.

Findings imply that by using the Kano model, five types of behaviors, i.e. must-be, one-dimensional, attractive, indifferent, and reverse can be identified. The findings related to case study also indicate that out of five dimensions of OCB, three dimensions of altruism, sportsmanship, and civic virtue are located in Attractive category; the courtesy dimension is located in must-be category; the conscientiousness dimension is located in one-dimensional category; and in reverse category, no dimension is located. In general, OCB is located in attractive category.

By using the results of this survey, a new classification of employees’ behaviors types can be suggested. The results of this study can help employees in understanding what kind of their behaviors causes managers’ satisfaction.

The results of this study have an important contribution in the literature of the Kano model and OCB.

This article considers various definitions of the concept of job enrichment, and considers the findings of job enrichment studies. Some shortcomings in the theory and its application are illustrated, and these shortcomings are summarised so that instead of remaining isolated and incomprehensible failures they point to areas of deficiency. Directions for future work are suggested, both for practitioners and researchers.

Examines Herzberg′s two‐factory theory of motivation and its use in relation to libraries as non‐profit and non‐product making organizations. Discusses job enrichment within the context of libraries.

The purpose of this paper is to explain and better understand some of the challenges and even contradictions in relationships between CSR and stakeholder attitudes by comparing consumer and practitioner perspectives on social responsibility, its role in organisations and its influence on consumer attitudes towards companies. The objective is to understand and evaluate factors influencing the authenticity of social responsibility as a contributor to an organisation’s value proposition.

Focus groups of consumers and practitioners (N = 39) were asked to explore CSR in a semi-structured discussion. Themes were analysed using a constant comparative method.

These data suggest that rather than existing on a continuum of authenticity, there are clear paths emerging for CSR efforts to be deemed authentic versus inauthentic that can begin to better explain the often-contradictory findings with regard to consumer attitudes towards CSR and an organisation’s value proposition. Consumer efficacy to influence an organisation and localised CSR emerge as critical determinants for evaluations of CSR as authentic. Further, these data also suggest practitioners may not understand consumer motivations and attitudes about CSR.

These data provide new insights into evaluations of CSR to explain when and why it can fail to meet its objectives. Ultimately, these data produce testable models for authentic (i.e. motivator) and inauthentic (hygiene) consumer judgements about CSR and draw implications for CSR leadership, learning and management.

The job satisfaction and effectiveness of principals, the effectiveness of their schools, and relationships among those three variables were investigated by questionnaires and interviews involving elementary school teachers, principals, and area superintendents in Alberta. Job satisfaction of principals was closely associated with the effect of the job on their personal lives, and it was highest in respect of working relationships with teachers and students. An appropriate school climate emerged as the most important and most effective individual aspect of the performance of schools, but a multidimensional perspective was supported. Effective principalship was seen to encompass many high priority areas, and principals′ overall effectiveness related most strongly to their decision‐making effectiveness. Principals′ job satisfaction was only weakly associated with the effectiveness of schools and principals, but the two effectiveness variables were significantly related. Teachers and area superintendents tended to rate the effectiveness of schools less positively than did principals.

The purpose of this paper is to sharpen the intellectual identity of the field of educational administration (EA) and to understand its scholarly boundaries by comparing between the writings of this field and those of the field of organisational behaviour (OB), an area of study usually located in faculties of management, and share many commonalities with EA.

A qualitative content analysis of textbooks and journal papers in OB and EA, reading of previous writings that revolved around the epistemological dimensions of these fields.

The author sheds light on the theoretical and empirical distinctions of OB and EA historically and provides insight into the distinctive intellectual identity of the latter field during the 2000s. A special attention is given to paradigms and theories in EA imported to the field from outside and transformed in a way that specify the unique identity of EA in the academic world.

This comparison is warranted in order to clarify more profoundly the unique contributions of EA, both theoretically and practically, to emphasise the differences that separate it from other disciplines, and to legitimate its independent position in higher education.

The purpose of this paper is to develop a motivation preferences scale and identify different groups' motivation preferences.

Song Lianke designed a motivation preferences scale in 2002. Authors developed this scale by factor analysis in 2006. Participants were a sample of employees from ten organizations in Jiangsu Province, Eastern China. This paper compared motivation preferences among different groups via multivariate analysis of variance.

Motivation preferences can be characterized by existence needs, relatedness needs and growth needs. Results indicated that motivation preferences were strongly related to needs with which individuals desire to be satisfied. There were significant differences in motivation preferences among groups that were categorized by gender or personality. Additionally, we found that Chinese culture influenced motivation preferences.

Authors collected all data from Jiangsu Province, but future investigation ought to collect data from more places. This paper did not analyze why and how motivation preferences related to needs. Relationship between motivation preference and performance was not discussed. This research did not distinguish motivation preferences between managers and non‐managers. Future research should do those works.

This research provided an instrument for scholars and managers who want to measure motivation preferences. Results suggested that there were differences among different groups on motivation preferences.

The purpose of this paper is to report on the significance of the relationship between job satisfaction experienced by South African quantity surveyors and demographic factors, workplace characteristics, choice of career, and instances of harassment and discrimination at work.

Data were obtained via a web‐based national questionnaire survey of the registered quantity surveyors. The results were analysed in order to establish the degree of significance between perceived levels of job satisfaction and the identified factors.

Demographic factors found to have a significant relationship with job satisfaction are gender and race. Workplace characteristics such as feelings of personal satisfaction, recognition, the opportunity to undertake challenging work and non‐repetitive work, the degree of supervision, participation in decision making, and the opportunity for social interaction at work were found to be significantly associated with job satisfaction. Significant career choice factors include the fulfilment of career expectations, a willingness to choose the same career again, and a willingness to recommend the career to others. Discrimination on the basis of gender and religious affiliation were found to have a significant relationship with job satisfaction.

Little is known about the job satisfaction of design team professionals, particularly quantity surveyors. The findings provide indicators for managers of quantity surveying practices to facilitate improved job satisfaction amongst professional staff.